Advice on how and when to escape

HouTx, BSN, MSN, EdD · Jan 9, 2014

Most of the time, if you are terminated 'for cause' (violation of policy or inadequate job performance), you will be listed as "not eligible for re-hire". This pretty much puts the kibosh on any getting any other jobs with that employer. If it's a big system, that can be a huge problem. I would advise you to take a pro-active stance and meet with someone in HR to discuss your situation. You may be able to work out a compromise situation... e.g., you "resign" and they provide a good reference to future employers. They may even offer you an opportunity to transfer to another location in order to salvage some of the cost of recruiting and orienting you.

If your 'problem' involves clinical performance, you may have another more serious issue. In some states (like mine) if an employer takes serious disciplinary action (termination or suspension) for clinical performance, they have to follow a BON-mandated process that could include reporting you to the BON. This is a place you don't want to go. So please don't just let things 'ride'... be proactive and see if you can salvage this situation so it doesn't have a much more lasting effect on your career.

llg, PhD, RN · Jan 9, 2014

As HouTx said, a lot depends on why it is not working out. If there are problems with your clinical performance that would be just as applicable to other units, then you may have trouble transfering to another department. However, there are exceptions to that. For example, a new grad may struggle with an ICU environment, but do OK in a general care environment.

I would gamble and talk to the HR person privately. She may be able to help you transfer -- or she would be likely to be honest and tell you that a transfer is not going to be possible. If transfer is not possible, then I would recommend resigning so that you could simply tell future possible employers that it wasn't a good fit and that you chose to leave.

However ... be careful what you say to the HR person. They work for the employer, not for you. Don't bad-mouth your current unit too much, don't make yourself sound incompetent or difficult to work with, etc. You want them to support you: don't give them a reason to want you to leave.

BSNbeauty, BSN, RN · Jan 9, 2014

I could have written this post a year ago. I was in the exact same position as you. So this is how my situation went down. When I noticed that my previous NM and staff was trying to get rid of me, I immediately contacted the nurse recruiter to get me working on another floor. I knew that I could not continue to work in such a toxic environment and wanted out right away. The nurse recruiter was able to to schedule me an interview with the prospective floor, and I was ecstatic ! However, my old NM told the NM who was interviewing me lies and basically sold me out to be an incompetent nurse. Therefore, I did not get the job. I had a feeling that my old NM influenced her because during the interview she was bringing up specific "incidents" on the floor that I was working on. Long story short, it ended up turning into a big mess and I ended up resiging from the hospital.

Since then, I've found my dream job in an awesome hospital and could not have been happier.

So be prepared that your NM may influence the NM that interview you. Good luck and keep us posted.

Kyte · Jan 9, 2014

If your 'problem' involves clinical performance, you may have another more serious issue. In some states (like mine) if an employer takes serious disciplinary action (termination or suspension) for clinical performance, they have to follow a BON-mandated process that could include reporting you to the BON.

This is actually something I'm worried about. If I resign can they still report me? They think I'm incompetent; I don't want to go into the why of that in case it's obvious who I am, but trust me when I say that they feel that I'm incompetent. So if I resign, instead of waiting to be fired could they still report me or would resigning protect me from that potential fate?

Also if I resign should I send the resignation letter via certified mail?

To be honest, I've got a bad feeling in my gut about these people and just want to get away before they sabotage my career.

sallyrnrrt, ADN, RN · Jan 10, 2014

resign now, try to give notice, in all likely hood they will not force you to work out your notice....if what you feel is true, they will have some gratitude, and it will probably just be the end of the situation, move on, there are better things out there. if you are concerned about the validity of any compitency or specific concerns, please pvt msg me, or email me at [email protected], i have been a DON and director of various units, with decades of experience, and will try to help anyway i can, best wishes

RunBabyRN · Jan 10, 2014

This is actually something I'm worried about. If I resign can they still report me? They think I'm incompetent; I don't want to go into the why of that in case it's obvious who I am, but trust me when I say that they feel that I'm incompetent. So if I resign, instead of waiting to be fired could they still report me or would resigning protect me from that potential fate?
Also if I resign should I send the resignation letter via certified mail?
To be honest, I've got a bad feeling in my gut about these people and just want to get away before they sabotage my career.

Can I ask WHY they think you're incompetent? What are the specific grievances? Are these things you can work on, or is it just a bad fit?

I'd talk to the nurse recruiter if at all possible about something else. Is there something else that speaks to you more?

Ruby Vee, BSN · Jan 12, 2014

Without knowing why they think you're incompetent, the only thing I can suggest is that you ask for a transfer to a less acute level of care. You may be incompetent in ICU but shine on the surgical step down or in Med/Surg. You have nothing to lose by asking HR to work with you to find a better placement for you. They've already hired you, done the pre-employment physical and invested weeks in training you to their policies, procedures and paperwork. They may be more than willing to work with you to find a better fit.

campbellrn68 · Jan 13, 2014

Give notice and get out! I have learned through the years that if they want you gone, they will find a reason, and you do not want that reason to be something that may effect your license. What I have learned is a total distrust (wow, really cynical), but they can say anything they want to get rid of you and you end up being the one who has to defend yourself. I have twice in my career had issues (probably due to my big mouth) but once 2 days after I refused to take on a new patient when I was already over-whelmed) a completely stupid med error was made up to fire me 1 week before my probation was up. 1 more week and the union would have fought it. This was reported to the state BON because I was fired for a med error and the error was thrown out by the state because all my documentation backed up my side. But I had to go through the hassle of fighting it and now it's on my record with this large employer that I was fired for a med error, not eligible for rehire...just because I had issue with the nurse manager. Most recently I reported a problem with another employee, that had a negative impact on a patient (a state reportable problem). Soon after I made the report to our QA department, my feed back went from "you're doing great" to "the staff feels you're not approachable." I was threatened by my supervisor who told me I needed to be concerned about my license (for not being approachable???) when I told her I wouldn't quit. Then the issue that I reported was pinned on me! So then I quit. The state cleared me of responsibility in the issue, but still...huge hassle that has the possibility to end badly. I know there's whistle blower laws, but I don't trust them to not go hunting for other issues to pin on me. Just always cover your butt and remember that they will also cover their butts. And it's much easier for them cause you trouble. So if they want you gone, I would go. Like someone else said, they probably won't make you work out your notice and they may pay you for it anyway. But if you are really nervous, I would cut my losses and go before they can make it really hard. But...when you give notice, come up with a good reason/ professional reason. This way you can put something professional sounding on future applications (looking for more hours, less hours, looking for a position in a the specialty area of your choice, closer to home, ect) and they can't say you left for a bad reason. It's such a shame that this fufilling career can so easily become hell because of the practices of the administration where we work. It really takes away from the care when we have to worry about stupid things like this!

morte, LPN, LVN · Jan 13, 2014

Give notice and get out! I have learned through the years that if they want you gone, they will find a reason, and you do not want that reason to be something that may effect your license.

^,THIS